Consultation with a union representative which has the object of resolving an employment dispute is clearly something more than mere griping. The employee's right to consult with his or her union regarding working conditions and to pursue established grievance procedures is one which is protected against employer interference by Sections 8(a)(1) and 8(a)(3) of the N.L.R.A. See N.L.R.B. v. Lantz, 607 F.2d 290, 298 (9th Cir. 1979); N.L.R.B. v. R. W. Little, Inc., 493 F.2d 1245 (9th Cir. 1974); Inter-Polymer Industries, Inc. v. N.L.R.B., 480 F.2d 631, 633 (9th Cir. 1973); N.L.R.B. v. Victor Otlans Roofing Co., 445 F.2d 299, 300 (9th Cir. 1971); N.L.R.B. v. Tom Johnson, Inc., 378 F.2d 342 (9th Cir. 1967); Shattuck Denn Mining Corp. v. N.L.R.B., 362 F.2d 466, 470 (9th Cir. 1966). An employee need not know with certainty that a suspected grievance is founded upon a provision of the collective bargaining agreement.